1 · A buoyant but competitive marketplace
Property may ebb and flow with interest‑rate cycles, yet estate agency remains one of the capital’s most resilient employers. Roughly 391,000 people now work in UK real estate, and more than a quarter of them are based in Greater London. The number of estate‑agency businesses has climbed again after the pandemic dip: analysts count 23,346 firms nationwide in 2025, up 3.3 per cent on last year. Recruitment mirrors that expansion. Job‑board data show over 550 live real‑estate vacancies within ten miles of central London on any given week, while LinkedIn recorded a 42 per cent jump in property‑professional profiles during the first quarter of 2024 alone.
2 · Who’s hiring—and when?
Savills
The FTSE‑listed consultancy opens its flagship graduate programme each September, closing in early November for a September‑the‑following‑year start. A summer insight scheme runs for six weeks from mid‑June; applications—cover letter, short essay and CV—shut on 1 April 2025.
Knight Frank
Early‑careers routes span apprenticeships to a structured graduate pathway. Deadlines vary, but assessment centres typically fall between February and April, with offers released before exam season.
Foxtons
Known for its sales‑driven culture, Foxtons recruits year‑round for trainee negotiators, property managers and HQ roles. Shortlisting is swift—successful applicants are often invited to a video interview within 48 hours.
Dexters, KFH, Chestertons & Co.
Mid‑sized independents such as Dexters and KFH operate rolling intakes but ramp up hiring each May–July to staff new‑build launches slated for the autumn. Boutique firms like Druce & Co. partner with specialist recruiters for targeted searches throughout the year.
Global advisories
On the commercial side, CBRE and JLL increased London vacancies by 27 per cent last year, driven by a surge in leasing and capital‑markets mandates. Graduate windows open in September and close before Christmas; internship slots disappear even faster.
3 · The recruitment calendar at a glance
- January–March: Foxtons assessment days; Knight Frank apprenticeship tests; Savills summer‑scheme interviews.
- April–June: Mid‑tier agencies bulk‑hire for summer training; CBRE internship offers finalised.
- July–August: Quiet spell—use it to refine your CV and gather CPD hours.
- September–November: Graduate schemes open across the board; expect psychometric testing and assessment centres.
- December: Final graduate interviews; commercial firms issue early offers for the following autumn.
4 · Crafting an application that cuts through
Recruiters skim hundreds of submissions, so front‑load your CV with metrics: “Consistently exceeded weekly viewing targets by 18 per cent” lands better than “good people skills”. Mirror the language of the job advert—“compliance”, “pipeline”, “prop‑tech”—to breeze past automated screening. Most agencies now deploy one‑way video interviews; rehearse concise, value‑led answers and keep examples to 90 seconds.
When you reach the assessment‑centre stage, expect a blend of role‑play negotiations, group valuations and written case studies. Knight Frank’s graduate day, for instance, includes a mock client pitch followed by a data‑crunching task using live market comparables. Practise interpreting Land Registry tables so you can speak confidently about price per square foot and absorption rates.
5 · Insider tips: networking that actually works
- Tap alumni events. University property societies often host Savills or JLL panels—introduce yourself and follow up on LinkedIn within 24 hours.
- Leverage professional bodies. Student RICS membership costs under £30 and grants access to CPD breakfasts where hiring managers mingle informally.
- Use specialist recruiters. Firms such as LCA Jobs email vacancies before they hit public boards; registering early keeps you top‑of‑mind.
- Shadowing counts. A one‑day ride‑along with a senior negotiator can outshine generic retail experience. Ask contacts if you can observe Saturday viewings.
- Referrals beat cold calls. Dexters reports that almost 40 per cent of its 2024 hires came via employee recommendation.
6 · Red flags to avoid
- Generic cover letters that praise “a passion for property” without citing local market knowledge.
- Inflated commission claims—hiring managers cross‑check figures.
- Ignoring compliance. AML and GDPR are non‑negotiable; a wrong answer on data handling can sink an otherwise solid interview.
- Treating lettings as a stepping‑stone. Many agencies now expect at least two years in your appointed division before internal moves.
7 · Market metrics every candidate should quote
London estate agents enjoyed a 64 per cent surge in leasing and sales vacancies through 2024, even as facilities‑management roles fell 40 per cent. Average base salaries nudged up to £60,000 across UK real estate, with London premiums adding 15–20 per cent at mid‑senior levels. Yet the sector remains cyclical: industry revenue for residential agencies is forecast to dip 4.7 per cent in 2024‑25 before rebounding when interest rates ease.
Vacancy volumes tell the real story. Totaljobs lists over 180 estate‑agency roles in north‑west London alone, while Indeed aggregates 200‑plus city‑wide openings at any one time. Such liquidity means newcomers can move quickly if they present the right blend of sales acumen and compliance awareness.
8 · Is word‑of‑mouth still king?
Absolutely—London’s property scene runs on referrals. A warm introduction from a mortgage broker, surveyor or satisfied landlord often fast‑tracks your application to the hiring manager’s inbox. That said, social proof now extends to digital footprints. Recruiters routinely scan LinkedIn for endorsements, so keep testimonials up to date and curate posts that showcase market insight rather than hard sells.
9 · The path ahead: prop‑tech fluency and hybrid roles
Agencies are doubling down on data dashboards, virtual‑reality viewings and AI‑driven lead scoring. CBRE’s London hub recently advertised for a “Digital Valuation Analyst”—a role unheard‑of five years ago. Candidates who can translate CRM analytics into actionable sales strategies will outshine rivals, especially as hybrid working reduces the need for fixed‑desk negotiators and heightens the value of on‑the‑go mobile tech.
Final word – preparation meets opportunity
London remains the UK’s toughest yet most rewarding real‑estate arena. With recruitment windows concentrated in spring and early autumn, timing your application is half the battle; the other half is demonstrating, line by line, how your CV converts into completions and compliant client care. Research each agency’s culture, lean on warm introductions where possible, and arrive armed with local comparables and regulatory know‑how. Do that, and the next “Under Offer” board you see could be the one you helped put up.
